SECTION I. MAJOR ACTIVITIES AND SIGNIFICANT DEVELOPMENTS DURING FY 1960

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP79-00235A000100020005-4
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 6
• Document Creation Date: December 15, 2016
• Document Release Date: September 12, 2002
• Sequence Number: 5
• Content Type: OUTLINE

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2. ACCOMPLISHMENTS AND DEVELOPMENTS
(2) PROCEDURAL CHANGES
Two changes--the implementation o
the recent
move of CPD to I Building --has significantly a d tie processing
of requests for contracts. With the decentralization of the contract
approving function to the area divisions, it was anticipated that
CPD would have to carefully monitor these requests since many
of the newly-appointed divisional offices were not fully acquainted
with their assigned duties. However, an informal procedure has
developed whereby the case officers involved contact CPD for
guidance prior to the submission of the formal request to the
divisional Contract Approving Officer. This trend has gained
new impetus since CPD moved into close proximity to the offices
it serves. The informal procedure has been of mutual benefit.
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CPD has gained a greater comprehension of the problems involved
in the administration of contract personnel and the area divisions
have obtained contracts which are bettern "tailored" to their needs.
An incidental benefit has been the increased speed with which the
contracts can be processed. This new approach has made it
necessary, however, for the legal staff of the Division to spend
an increasing portion of their time in consultation with DDP case
officers.
(3)
SPECIAL PROGRAMS
Special programs made up a considerable part of the Division's
workload during FY 1960. Developments in three of the more
important of these programs are indicated below:
(a) The use of
independent contractors to perform r n 'ng, editing,
and various clerical duties for the Foreign Documents
Division has continued to expand. Approximately= 25X9A2
are now carried on contract by the Division for this program.
Many of the contractors so hired are employed by other
Federal agencies. A number of inquiries have been re-
ceived from these agencies questioning whether the use
of their employees did not constitute a violation of the
dual employment and dual compensation statutes. OGC
has rendered an opinion (27 May 1960) that we may reply
to such inquiries by indicating that there is no conflict
with the provisions of these laws when Government em-
ployees are hired as independent contractors. A new
venture of FDD, wherein independent contractors work
within our buildings, will require careful consideration
to ensure that the individuals hired are actually utilized
under non-supervised conditions.
(b) Office of Training Language Tutorial Program - A language
tutorial program, utilizing wives of staff employees, was
launched during FY 1960. The wives have been employed
under a contract agent type of agreement and compensated
at a rate of $3. 00 per hour, when actually employed. The
tutoring service thus provided for personnel departing for
overseas has become a valuable adjunct to the more formal
language training program and approximately 30 women are 25X1C
rurr?ntly working under this arrangement.
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expeditiously as possible. The full scope of the new pro-
gram and its effect upon CPD's activities cannot be measured
at this time, however.
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the Of ecurity and the Central Cover iv's' the
object a is ing the responsibilities of each of these
(4) MISCELLANEOUS
The administrative procedures established for contract personnel
have come under examination during the past year as experience
revealed certain inadequacies. The areas which appear to need
correction are:
(a) The terminal clearance procedures for contract personnel
located in the United States - Recommendations made by the
Inspector General and the Director of Personnel emphasized
the need for a centralized control to ensure that all contract
personnel whose official duty posts arP 1o ated in the United
States are properly debriefed upon! trmination of their Agency
Service. is Division has been engaged in discussions with
office
(b) The method by which the proper annual leave category or the
correct accrued sick leave balance for es is
determine - Inquiries conrernin ve status of former
contrac employees has: evelaed that in many instances the
field, upon hiring contract employees, has failed to request
the transfer of accrued sick leave balances to the employee's
credit in the previously employing Agency. Also, the field
has frequently failed to establish whether a part-time employee
has worked on a regular tour of duty or not. Consequently it
has been difficult to determine the employees total creditable,
service and annual leave category. The Contract mulovees'
Payroll Branch.. Finance Division. and CPD have combined to
establish briefing sessions for finance, personnel and ad nmi i-
strative officers departing for the field in an effort to tighten
up on our procedures.
(1)
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(2)
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be jointly conducted by the Department of State and the
Bureau of Labor Statistics will furnish the additional infor-
mation required.
(c) Education Allowance - The State Department has recently
notified field personnel that, as a result of the climb in educa-
tional costs, the degree of assistance provided by education
allowances may be limited in the future and parents may be
required to bear a larger proportion of the cost of educating
their children. Since this Agency follows the rate and standards
published by the State Department, this announced policy may
portend additional non-reimbursable expenses for our em-
ployees overseas.
(d) Separation Allowances - Agency policy concerning the granting
of separation allowances when wives of employees stationed
at posts with inadequate medical facilities are evacuated for
medical reasons was brought to the attention of the field in a
book dispatch in June 1960. It was emphasized that, to qualify
for a separation allowance, the period of absence must be
anticipated to be for at least ninety (90) days and the evacua-
tion city outside the employee's country of assignment.
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